This post originally appeared on my personal blog, but just this week I was having a conversation with a Crafter about hiring good help, and the choice to become a mentor. Many many people have their first job experience at an outdoor festival or theme park. It is something we need to remember as the people doing the hiring.
I’ve been the “Summer Job Lady” for 23 summers now. Before we had our own businesses there, I managed all of the personnel and payroll for the man that owned 75% of the food program at the New York Renaissance Faire. With an attrition rate of 10%, and 85 positions to fill, some summers I’d hire 135 kids during the 8 week run of the festival.
These days, for our own operation, we need about 25 people. We have a more generous pay scale, and the fact that The Hubby and I work in the kitchens with our employees, rather than just counting the money in an office combine to give us a lower rate of attrition. We now hire the younger siblings and even the children of some of my former summer hires. We have a solid and reliable crew in New York, and I’m looking forward to establishing the same type of team in the shows where I have less tenure.
Still, I’ve learned a few things over the years about summer jobs.
1. 8 weeks is a “lot” of someone’s summer to give up. I talk about it being 17 days when asking them for a commitment. We’re open on weekends only, for high-volume sales. There is no room for extra bodies, and consequently no real way to hire extra people … (except …)
2. There are people that simply cannot give up all of these weekends. I take their info, and enlist them as backup. If they are former employees who cannot make the full commitment, I go ahead and hire them for the busiest weekend, or a holiday weekend … “someone” is going to flake, and you’ll still be ready for your biggest day, as well as maintaining a relationship with that employee as she’s moving off to college or whatever.
3. This is often someone’s FIRST JOB. Any incorrect assumptions they make are the manager’s fault for improper training. For example: We are now hiring a generation of people who have never been away from their cell phones. Getting peeved when you find the 16 year old texting between customers is absurd. It’s the management’s fault for not explaining that there is no phone use while on the clock. Reprogramming a young person to ignore a ring or buzz of his phone is harder than you might think. Instead, provide a secure lock-up near the time clock. Let employees know they can check their phones for messages when off the clock; otherwise the number of bathroom breaks required appears to be related to their text and voicemail frequency.
4. When hiring people under 16 (Yes, it’s legal for some positions.), It’s their parents that have to acknowledge the commitment to punctuality and attendance required of the job. I *have* made arrangements with parents of school-age kids that if the student’s grades dropped, he or she would lose their permission to work. I’ve always been fine with this, and it allows me to establish a partnership with the parent that has always worked in my favor over consecutive summers.
5. This is simply a personal theory, but I have hired in Texas, Colorado, New York, Maryland, and Georgia. In my opinion, the likelihood of an employee being a no-call, no-show is directly related to the rate of unemployment in their parent’s experience. Areas that have known double-digit unemployment any time in the last 30 years seem to instill in the younger generation an awareness that jobs require a level of responsibility that at least requires a well-crafted excuse and a phone call. This level of consideration is not as common in states where the unemployment rate stayed low.
6. Ask questions that will help you decipher a personality and match a potential employee with the proper manager. On my application, I ask the following:
a) What was the last book you read?
This one often tells me more about the local school’s curriculum than it does the interviewee, but often we have these books in common, and it eases some of the tension of what might be his or her first job interview.
b) What is your MySpace or FaceBook URL?
I probably don’t need to explain why this is of value. You can really learn a lot about someone with this information.
c) What was the last music you bought for yourself?
In a time when file-swapping is the norm, knowing what music she assigns value, tells me a great deal, and again, gives me a conversation point in the interview process.
d) What Team Sports / Athletics experience do you have?
This is key. You see, The Hubby communicates like a basketball coach … mid-mistake corrections, short sentences, an expectation of follow-through on whatever “play” he’s just called for. It can be disastrous for me to place someone with no team sports experience in his shop, especially if they have any self-confidence issues, because they have no point of reference for his management style and tend to go directly to “He doesn’t like me.”.
e) What Music or Theatre experience do you have?
We’re vending in an entertainment venue. If I’m staffing for a Front-of-House position, I’m asking them to wear silly clothes and fake an accent. Theatre geeks live for this … it makes job placement very easy.
f) Do you believe that life is a set of circumstances one makes the best of, or that life is a result of choices one has made? (Please circle your selection.)
a) Circumstances b) Choices
This is my favorite question. I have had several applicants draw in an option c) “Combination of Both”. They gets props for creativity with that one. While I would officially say that there is not a right or wrong answer to this question, we all know that’s not entirely true. Answers to this question have never kept me from hiring a person, and folks 17 and under will have a tendency towards selection ‘A’ because their parents are making the choices. I’ve watched with interest as people’s answers change over several years of summer returns. However, as a manager I need to know that it’s risky to place a selection ‘A’ person in a position with a high level of responsibility. This is the person who could have a flat tire on the way to work, and not recognize that his choice of buying cigarettes instead of new tires affected his day, and then his lack of a job. If I’ve invested a lot of training in a choice ‘A’ person, I may just have to do it all over again with another hire before the summer season is over. However, if he truly makes the best of his circumstance, he still comes up with a ride to work … hence my not holding to a right or wrong answer for that question.
The most important thing I’ve learned in the 20 years of being the Summer Job Lady is that hiring kids for their first jobs is an honor. We have the opportunity to be mentors and a role models for an upcoming generation. Recognizing this privilege and living up to its responsibilities help create the future we are all hoping to see.
What are some of your experiences in hiring or in being hired at events? What do you think could have been done better? Please let us know in the comment section.